Identification of the main problem and sub problems you are facing stores

Identification of the main problem and sub problems you are facing stores

The main problem in the above situation with reference to the store is inadequate employee satisfaction. This main problem has been essential in the generation of numerous sub-problems affecting the stores towards realization of the goals and objectives. One of the major sub-problems within the store is the rapid decline in the sales of the branch store in comparison to other branches within the company. This results to minimal role of the employees as well as their contributions towards achievement of the goals and objectives during the fiscal year. In addition, growing absence rate among the employees of the store is an illustration of another sub-problem relating to inadequate employee satisfaction. This sub-problem mainly associates with the sick leave. Moreover, the employees’ morale seems to be low thus leading to the reduction in the sales volumes within the store. Employees are also complaining about the lack of training and development programs aiming to boost the role and capability of employees in addressing the targets of the store. It is also vital to note that the store has a formal appraisal process for all the staff. Despite the existence of this program, the previous management failed to utilize the appraisal process towards determining the performance of the store and the twenty employees.

What are the HR practices that are mostly related to the above scenario? (Discuss)

There are various human resource practices in relation to the above situation. One of the effective human practices in relation to the above situation is employees’ training and development. Human resources management focuses on training employees towards enhancing their contribution towards the achievement of the goals and objectives. In addition, it is vital to note that training improves the output of employees towards achieving competitive advantage in the market and industry of operation. In the context of this store, employees complain about lack of training and development programs. This limits their output and adaptation to the environment thus reduction in the volume of sales in comparison to other branch stores.

In addition, human resource management focuses on the execution of appraisal process or program as an effective practice towards identification of the progress and deficiency in relation to the role of employees. Appraisal is one of the most effective human resource practices related to the above situation. The store has a formal appraisal process or program that undergoes inadequate exploitation for the achievement of the goals and targets. Additionally, the store has an annual survey program focusing on collecting and evaluating the opinions of the employees during the fiscal year. This is one of the forms of informal appraisal program as human resource practice aiming to enhance the operations and output of the store (Gherman,, 2012).

Another critical human resource practice is employee job satisfaction. This focuses on enhances of the morale of the employees towards the achievement of satisfaction as well as reduction in the employees’ turnover rate. Some of the motivational practices by the human resource management include increase in the wages, promotion of hardworking employees, execution of collective working environment, and improvement of the working conditions and environment for the increase in the output of the employees (Savaneviciene, 2013). These activities promote participation of the employees towards the achievement of the targets and mission as well as vision of the organization. Human resource management as well as best practices should focus on the implementation of such practices in the form of job satisfaction, motivation of employees, and appraisal of employees within the store.

What are the possible solution(s) to the problem(s) identified in this scenario?

It is essential for the human resource management to focus on the adoption and implementation of vital solutions to the problems. As the new manager at the store, I would focus on the integration of critical solutions towards curbing the main problem as well as sub-problems with an objective of improving the output of the employees within the store. One of the most effective approaches is to redevelop working conditions aiming to motivate employees towards the achievement of the mission and vision of the employees. This is through introduction of overtime payments and increase in the salary or wages to the twenty employees within the store (Ramona & Anca, 2013). This will be vital in the reduction of the number of employees’ turnover.

In addition, I would also integrate training program and process for the improvement of the ability and capability of the employees within the store. This is because of the need to increase the output or the sales of the store in comparison to other branches. Training and development are some of the best human practices aiming to increase the output of employees. Training has been missing in the store in accordance with the annual survey in which the employees complained about lack of substantive mechanisms towards offering effective training and development to the employees (Shaw et al, 2013). Integration of training would be ideal towards the improvement of the expertise and skills of the employees with the aim of increasing the sales volume within the stores in comparison to other branches.

Another potential solution to the problem is utilization of the formal appraisal program or process. This is vital in understanding the development and progress of the employees within the store. Appraisal is one of the most effective human resource management practices with the ability to enhance the operations and contribution of employees (Angel, 2008). Utilization of this approach will provide an opportunity for the new management to identify strengths and weaknesses of the employees with reference to the mission and vision statement of the store.

What would be your recommendation to the top management in order to sort out store’s problem(s)?

I would integrate several recommendations to the top management with the aim of sorting out the problems affecting the store. One of the most effective recommendations towards eliminating such problems affecting the store is the adoption and implementation of training program and process. This will contribute towards enhancing the ability of the employees with reference to increase in the sales volume as well as quality in service delivery to the consumers. The approach will also contribute towards the achievement of competitive advantage in the branch store. The second recommendation that would be ideal for the elimination of the problems affecting the store would be the development of an extensive policy towards handling absenteeism among the employees within the store. The policies will guide the new management towards handling of cases of absenteeism as well as improvement of participation of the employees in addressing the mission and vision of the organization.

References

Gherman, R. R., Dincu, A., & Hurmuzache, T. (2012). Human Resources Management–Increase Factor For The Competition Between The Companies From The European Market. Agricultural Management / Lucrari Stiintifice Seria I, Management Agricol, 14(2), 581-588.

Angel del Brio, J., Junquera, B., & Ordiz, M. (2008). Human resources in advanced environmental approaches-a case analysis. International Journal Of Production Research, 46(21), 6029-6053.

Savaneviciene, A., & Stankeviciute, Z. (2013). Relabeling or New Approach: Theoretical Insights Regarding Personnel Management and Human Resource Management. Engineering Economics, 24(3), 234-243

Shaw, J. D., Park, T., & Kim, E. (2013). A resource-based perspective on human capital losses, HRM investments, and organizational performance. Strategic Management Journal, 34(5), 572-589.

Ramona, T., & Anca, Ş. (2013). Human Resource Management – From Function To Strategic Partner. Annals Of The University Of Oradea, Economic Science Series, 22(1), 1682-1689.